As COVID-19 continues to spread throughout the United States, there has been a massive upheaval of the American workplace. Employers have found themselves drafting and implementing policies and procedures addressing a wide array of issues including remote work, layoffs, furloughs, pay cuts, workplace conditions and many more. Not surprisingly, the uncertainty wrought by COVID-19 has left employers at an increased risk of exposure to employment-related claims alleging wrongful termination, discrimination, retaliation and many others.
The coronavirus (COVID-19) pandemic has had far-reaching effects on all aspects of business and society—including health savings accounts (HSAs). The federal government has enacted legislation designed to provide relief during the COVID-19 pandemic, and these laws have created changes to HSAs.
Even the most optimistic person will concede that the world won’t be returning to exactly how it was before the coronavirus pandemic. This pandemic has impacted nearly every aspect of life in the United States and beyond: Jobs have been lost, stocks have plummeted and no one is sure when a new “normal” will arrive.
The recently enacted $2 trillion stimulus law aimed at providing financial assistance during the coronavirus outbreak also includes a key change on how health savings accounts and flexible spending accounts can be used.
As the coronavirus (COVID-19) pandemic continues to have an unprecedented effect on daily life, many business owners are looking forward to the future and a return to normalcy. However, even when stay-at-home orders are lifted and nonessential businesses are allowed to resume operations, there’s a lot for organizations to consider before they reopen their doors. What’s more, many of these considerations are workplace-specific and could be more involved depending on the industry you operate in.
To protect their customers and employees alike, it’s important for organizations to do their due diligence before opening their business back up to the public following the COVID-19 pandemic.
The Centers for Disease Control and Prevention (CDC) has issued guidance for discontinuing home isolation following a COVID-19 diagnosis. The CDC also issued guidance for what essential workers should do following exposure to COVID-19.
This guidance should be used for informational purposes and should not supersede the instructions given to employees by their health care provider.
The $2 trillion Coronavirus Aid, Relief, and Economic Security (CARES) Act stimulus law to help American workers and businesses weather the outbreak has a number of provisions that employers and their workers need to know about, including:
As you may already know, people over 60 are at higher risk for having complications if they contract COVID-19. And you surely know about the advice or orders to stay at home and self-isolate at this time to avoid risking infection. Even your grown children and grandchildren should not be popping over for visits.
As more and more of us are being told to either self-isolate with our families or self-quarantine under doctor's orders, we are spending almost all of our time at home, inside.
As new cases of the Coronavirus continue to be reported daily, cybercriminals have been leveraging the situation to take advantage of people and businesses who have quickly transitioned to remote work, often without putting cyber security best practices in place.
Ransomware, fund transfer fraud, and email compromise make up 80% of cyber claims. The average severity of a cyber attack is $60,000; however, this figure can quickly increase without insurance.